The Human Rights Campaign Foundation (HRCF) improves the lives of LGBTQ+ people by working to increase understanding and encouraging the adoption of inclusive policies and practices. As a part of these efforts, the group publishes an annual Corporate Equality Index (CEI), a tool that rates American businesses on their treatment of LGBTQ+ employees, and in 2016 it released its first report on Mexican businesses. It has since extended this initiative to Chile, Argentina, and Brazil, aiming to support employers in fostering greater inclusivity. 

Adriel Maroni, a member of Terra’s commercial team, spoke with Carlhey Bolz, Deputy Director of Global Business Engagement on the Workplace Equality Program team at the HRCF, to learn more about the HRC’s mission, challenges, and triumphs for the LGBTQ+ community, and to discuss its focus on accessible and culturally sensitive communications. 

Personal Perspective: An Advocate’s Story

Carlhey’s experiences as a Mexican American woman and member of the LGBTQ+ community have shaped her passion for accessible communication and advocacy for marginalized groups.  

She stepped into her role at HRCF in the aftermath of Roe v. Wade being overturned, a moment that underscored the potential risk to marriage equality and other hard-won rights. Understanding how these threats to anti-discrimination laws could personally impact her life, she felt compelled to champion LGBTQ+ rights from a new perspective. 

Through her work at HRCF, she has the opportunity to ensure that millions of people have protections in place and access to helpful resources so they don’t have to face discrimination in the workplace. “I’ve worked in unfriendly environments and ensuring that others don’t have to, is definitely fulfilling for me.”  

This endeavor requires an understanding of the cultural nuances of each Latin American country in which the HRCF conducts its annual workplace surveys. And having grown up in a Mexican American family, lived and worked in Peru and Costa Rica, and traveled extensively throughout Latin America, Carlhey is aware of how much can vary from country to country. In addition to bringing her unique perspective, she collaborates closely with implementing partners in each country to ensure HRCF’s work remains culturally sensitive and reflects the unique needs of LGBTQ+ communities across diverse program countries.

HRC: History and Commitment to LGBTQ+ Rights 

The Human Rights Campaign Fund, originally founded in 1980 by activist Steve Endean, began with a primary focus on supporting congressional candidates who advocated for LGBTQ+ rights. By restructuring in 1995, into the Human Rights Campaign and the Human Rights Campaign Foundation, it was able to expand its mission and incorporate initiatives like the Workplace Equality Program and the Healthcare Equality Index (HEI). 

“Our organization has become a stronghold of defense of the LGBTQ+ community and, at our core, we’re really trying to meet the people where they are and help them continue to evolve.” 

A major milestone for HRC was the 2015 U.S. Supreme Court decision that made marriage equality the law of the land. Thanks in part to the collaborative movement led by HRC, same-sex marriage is now legal in all 50 states.  

The organization also supports congressional hearings on the importance of LGBTQ+ inclusion and mobilizes 72 million equality voters each election cycle, which is a critical focus, especially during presidential campaigns. Recently, HRC has also been tackling an increase in anti-LGBTQ+ legislation, even declaring a state of emergency for members of this community. 

HRC’s Initiatives in Latin America: Workplace Equality 

In Latin America, HRC has tailored its approach, focusing on culturally relevant policies and inclusive language. Through programs like the Corporate Equality Index and Equidad/e (Mexico, Chile, Argentina, and Brazil), this organization collaborates with Latin American employers, encouraging them to “implement inclusive policies and create welcoming environments for LGBTQ+ individuals.” These programs evaluate and certify businesses that foster supportive and positive environments for LGBTQ+ individuals, setting a standard for corporate responsibility and workplace equity across Latin America.  

“We recognize that each country has its unique nuances and specific goals. However, we’ve established a set of foundational pillars that define our commitment across regions—such as non-discrimination policies, the creation of ongoing employee resource groups (ERGs) or diversity councils, internal education and training programs, and active public engagement.” 

This work underscores HRC’s commitment to expanding their reach and creating spaces where LGBTQ+ individuals feel respected and represented. By working closely with local advocates and adapting programs to meet regional needs, the organization strives to make language access and inclusivity a cornerstone of LGBTQ+ rights advocacy in Latin America. 

Language Accessibility in LGBTQ+ Advocacy 

In their Latin American programs, HRCF emphasizes language accessibility, and understanding that effective communication is crucial for fostering inclusivity. Language access allows them to deliver resources and information that resonate with and reach diverse linguistic communities across Latin America. This is vital in workplaces, public spaces, and healthcare settings, where language barriers can significantly affect an individual’s access to resources and sense of belonging.

Conclusion  

Human Rights Campaign’s work highlights the importance of creating inclusive, accessible environments for the LGBTQ+ community—both in the U.S. and internationally. By prioritizing language and cultural nuances, they advocate for meaningful change and set a standard for building fairer, more connected communities.  

As companies and communities continue to embrace these principles, HRC’s commitment to breaking language barriers serves as a powerful example of how we can all strive toward a more equitable future. 

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Prioritizing People in Decision-Making 

Every decision made at Terra is driven by the impact it will have on our most important assets, aka our team. “Our people are our most valuable asset,” Natalia said. While data is an essential tool, it’s not the be-all and end-all. Instead, it’s used to enrich the employee experience. “We leverage people analytics not just for data’s sake, but to genuinely understand and support our team,” she explained. By focusing on the human experience, Terra fosters an environment where employees feel engaged, motivated, and valued. Decisions are made with empathy and purpose, ensuring that the needs of the workforce come first. 

Human-Centered Leadership 

Leadership at Terra goes beyond merely making decisions—it’s about making decisions that enhance the well-being of our teams. “True leadership is about putting people first, understanding their needs, and empowering them to succeed,” Natalia noted. The leadership at Terra ensures that every team member is equipped with the tools they need to flourish and that their personal growth is prioritized. By nurturing a leadership model centered around people, we create an environment where collective well-being is emphasized, driving both individual and company success. 

Empathy and Connection 

In today’s digital-first world, maintaining strong human connections has become more challenging but is as vital as ever. Natalia underscored the importance of empathy: “We stay connected, we stay human. In every initiative, empathy drives our approach.” At Terra, empathy ensures that respect and trust remain the foundation of our relationships, allowing team members to collaborate openly and support one another. It’s through these genuine connections that we overcome challenges and build a stronger, more united company. 

Cultural and Emotional Awareness 

In a diverse, global workplace, understanding cultural and emotional nuances is key to building a cohesive team. Natalia highlights the importance of these soft skills, stating, “Emotional intelligence and cultural awareness are just as important as technical skills.” By valuing these skills, Terra creates a workplace where every employee feels respected and included. This respect fuels innovation and fosters a sense of belonging, ultimately strengthening teamwork and collaboration. 

Holistic Employee Support 

At Terra, supporting employees means taking a holistic approach that goes beyond their professional lives. “It’s not just about professional development; it’s about caring for the whole person—mentally, emotionally, and physically,” Natalia said. This approach helps build loyalty and resilience among employees, ensuring that they feel fully supported in all aspects of their lives, which in turn benefits the company as a whole. 

Building an Inclusive and Sustainable Environment 

Inclusivity and sustainability are pillars of Terra’s human-centered HR approach. “Our goal is to create a sustainable work environment that fosters respect, inclusion, and belonging,” Natalia explained. When employees feel valued, they become more committed to the company’s success, contributing to a positive and productive workplace culture. This inclusive and sustainable approach is key to retaining top talent and maintaining a healthy work environment. 

Teamwork and Collaboration 

Teamwork is at the heart of Terra’s success. “Success is never a solo journey; it’s built on the strength of the team working together towards a common goal,” Natalia shared. Terra promotes teamwork and celebrates achievements, recognizing that it’s the collective hard work of the team that drives the company forward. “Celebrating our achievements honors our collective hard work and dedication,” she added. This acknowledgment of team efforts strengthens bonds and motivates everyone to strive for continuous success. 

Continuous Improvement 

Terra’s commitment to keeping humans at the core doesn’t stop at the current processes. “Staying human means continuously improving how we engage with and support our people,” Natalia noted. By focusing on ongoing improvement, Terra ensures that its HR practices evolve with the changing needs of the workforce, always keeping the human element central to every decision. 

The Takeaway 

At Terra, our “humans at the core” philosophy ensures that people are the most important aspect of every decision we make. Leadership, empathy, and continuous improvement are the cornerstones of this approach. As the world continues to evolve, Terra remains committed to supporting the growth and well-being of every team member, fostering a culture where all can thrive both professionally and personally. 

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The Depth of Cultural Language 

Cultural language goes beyond mere vocabulary. It encompasses metaphors, clichés, idiomatic expressions, and local humor—elements that can be deeply embedded in a culture’s way of communicating. For example, a phrase that resonates in one culture might be confusing or even offensive in another. Consider how different cultures use metaphors and idiomatic expressions to convey meaning uniquely. Understanding these subtleties is crucial for accurate and respectful communication. 

Native cultural experts play an essential role in this process. They ensure that translations not only preserve the intended meaning but also resonate with the local audience. Their insights help avoid misinterpretations and ensure that messages are both effective and culturally appropriate. 

Steps to Master Cultural Language in Communications 

Not sure where to start in your quest to better navigate cultural language in your company’s employee communications? Consider taking these steps.  

Work Closely with Local Experts and Language Consulting Partners 

Collaborating with local experts and language consultants is vital. Their insights into cultural and linguistic nuances help your team navigate potential pitfalls and avoid misunderstandings. This partnership ensures that communications are tailored to the cultural context, enhancing effectiveness and reducing the risk of cultural faux pas. 

Seek Cultural Consultation 

Native cultural experts possess an in-depth understanding of their culture’s linguistic and cultural nuances. They can provide guidance on how to communicate sensitively and effectively. Their expertise will help ensure that your messages are both clear and respectful. 

Adapt Communication Styles

Different cultures have varying preferences for communication styles. Some value directness and clarity, while others prefer more indirect or nuanced language. Adjusting your communication style to align with the cultural preferences of your audience fosters better understanding and connection. 

Respect Cultural Symbols and Icons 

Be mindful of cultural symbols, icons, and imagery. Ensure that any visuals or symbols used in your communication are appropriate and respectful. Misusing or misrepresenting cultural symbols can lead to unintended offense. 

Be Mindful and Avoid Stereotypes 

Avoid stereotypes and generalizations when communicating with individuals from diverse backgrounds. Strive to use inclusive and non-discriminatory language, respecting each culture’s unique context. This approach promotes genuine interactions and fosters positive relationships. 

Real Life Example with Nike 

Nike’s ad campaign during the Beijing Olympics is a prime example of effective cultural communication. The company focused on themes of perseverance and national pride, aligning their messaging with Chinese cultural values. By working with local experts, Nike tailored their campaign to resonate deeply with the local audience, resulting in significant success and a strong connection with Chinese consumers. 

Ensuring Cultural Relevance 

To ensure cultural subtleties are understood, ask your language consulting partner some key questions. It can help to inquire about local sensitivities and successful communication strategies when addressing diverse audiences. Acknowledge and respect cultural differences to build genuine relationships, and be aware of local holidays and significant events to strengthen your connection with the community. 

The Takeaway  

As the world becomes more interconnected, the importance of cultural sensitivity in multilingual communication continues to grow. Prioritizing cultural understanding helps businesses build trust and expand their global reach. By embracing these practices, organizations can navigate cultural complexities and foster meaningful, authentic connections across diverse audiences. 

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Let’s shed some light on the concept of neurodiversity and emphasize the significance of raising awareness about it in the workplace. 

What is neurodiversity?

Neurodiversity refers to the natural variation in human neurological conditions, encompassing different ways of thinking, learning, and processing information. Neurodivergent individuals are those whose neurological conditions differ from the dominant or “typical” patterns. Conditions such as autism, ADHD, and dyslexia fall under the umbrella of neurodiversity. Understanding the different types of neurodiversity is crucial to creating an inclusive work environment. 

How to support neurodiversity in the workplace

One crucial aspect of supporting neurodiverse teammates is recognizing employees as individuals. Just like any other form of diversity, hiring neurodivergent individuals can bring numerous benefits to businesses, including creative thinking, increased productivity, and innovation. However, not all companies have the capacity to accommodate every type of neurodivergence in their recruitment and hiring processes. Nevertheless, some organizations may discover that they already employ individuals who are neurodivergent. 

 
Some individuals may not exhibit the typical signs of neurodivergence nor have they received a formal diagnosis. They may navigate their lives and perform their job duties effectively, even though they face internal struggles they choose not to share. Others may opt not to disclose their neurodivergence, and it is important to respect their choice. In any case, it is crucial to be aware and avoid assuming that everyone is neurotypical. By actively paying attention and initiating conversations, managers can find the right approach and make necessary adjustments in the work dynamics to accommodate the needs of every employee, promoting inclusion, safety, and value. 

Discovering neurodivergent individuals within a team may raise concerns about how to effectively accommodate them and highlight the need for training managers and employees on this topic. However, it also presents a great opportunity. Managers can harness the unique talents of each employee by being aware of their individual needs and placing them in roles that allow them to maximize their contributions. Neurodiverse individuals, with their different cognitive wiring, can offer fresh perspectives to a company’s efforts to create value and innovation. Accommodations may involve adapting workspaces, adjusting work schedules, and implementing effective communication methods. 

The takeaway

Every individual possesses a superpower, a talent, a gift. Organizations that prioritize neurodiversity and foster inclusion in their culture not only recognize and value the strengths that arise from diversity but also unlock extraordinary potential. Creating a workplace that celebrates differences, accommodates individual needs, and supports every employee benefits the entire organization. By embracing neurodiversity, businesses can cultivate an environment where all employees thrive, contribute their unique abilities, and drive innovation and success. 

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To make understanding them easier, we’re breaking down some key terms you need to know when it comes to making language more accessible.

Accessibility language or language of accessibility

The terms accessibility language and language of accessibility both refer to making sure that disabled individuals have the resources and accommodations they need to be able to participate fully in daily activities when it comes to language. This includes things like providing materials in accessible formats (such as braille or large print) or using sign language interpreters for people who are deaf or hard of hearing. These terms can also refer to being respectful and inclusive when discussing disability and accessibility, as well as avoiding using language that is stigmatizing or demeaning.

Accessible language or plain language

Plain language is a way of communicating information that is clear, concise, and easy to understand. It is often used in written communications, such as documents and websites, to ensure that the intended audience can easily find and understand the information they need. A plain language approach involves using straightforward language, organizing information in a logical and clear manner, and avoiding jargon or technical terms that might be confusing to the reader. It is not the same as oversimplifying or talking down to the reader, but rather it is about presenting information in a way that is accessible to all readers, regardless of their education or background. Using plain language can help to ensure that important information is not missed or misunderstood, and can help to make complex information more accessible to a wider audience.

Language access

Language access is about ensuring that individuals who speak languages other than English (referred to as Limited English Proficient or LEP individuals) are able to access the same services and information as English speakers. This often involves providing translated written materials or hiring interpreters to facilitate spoken communication. Providing language access is important because it allows LEP individuals to fully participate in various activities, such as accessing healthcare, partaking in the educational system, and interacting with government agencies.

Inclusive language

Inclusive language is about using terms and expressions that are inclusive of LGBTQIA+ and minority individuals and that do not exclude or diminish them. This includes using language that is gender-neutral or non-sexist, as well as avoiding terms that are derogatory or stigmatizing. Using inclusive language is an important aspect of creating a more inclusive and equitable society, and it is essential for promoting respect and understanding among all members of our communities.

The Takeaway

Language and accessibility are key in our daily lives. Being aware of what each of us can do in these aspects can have a huge impact on someone else’s life. Professional translation services can help businesses and organizations reach their accessibility goals and can help them establish brand loyalty amongst their diverse customer base.

The post Are You Using These Language & Accessibility Terms Correctly? appeared first on Terra Translations.

Diversity Policy: The Journey Begins

The idea for Terra’s diversity policy was the result of several conversations around diversity and inclusion certifications. Adri Carbajal, Director of Localization at Terra, suggested we look into different organizations and explore ways to effect change. And while we had always embraced inclusivity, the need to officially document our commitment to diversity and inclusion became evident.

There were several factors that contributed to the need for such a policy:

• Increasing awareness: The global conversation around diversity, equity, and inclusion has been gaining momentum in recent years. We’ve become more aware of the tremendous benefits that come from fostering diversity and creating an inclusive workplace.
• Changing demographics: With our expansion into global markets and collaboration with diverse populations, we recognize the importance of embracing different cultures and perspectives. As a multicultural company with teams all over the world, it was crucial for us to establish a policy that respects and values this diversity.
• Ensuring fairness: We understand the significance of providing fair and equal opportunities to all candidates. That’s why we’ve adopted blind recruitment processes, which help reduce biases during the hiring process. This commitment to creating a level playing field for all applicants demonstrates our dedication to fairness.

“By implementing this policy, we aim to foster an environment where everyone feels valued, respected, and included,” Federico shared, “We believe that embracing diversity will lead to enhanced creativity, collaboration, and overall happiness within our team.”

Building on the Foundation

Terra’s journey toward the diversity policy was an evolution rather than a creation from scratch. Although there was no previous written policy, diversity and inclusion were always fundamental values at Terra. The challenge lay in organizing and articulating these values into a cohesive framework. To aid this process, Terra sought assistance from the Institute of LGBT+ Public Policies, whose expertise helped shape the action plan and timeline.

Employee Input and Insights

Terra actively values employee feedback and involvement. Every year, we participate in the Great Place to Work survey, and this time, we specifically wanted to gather insights from employees regarding diversity and inclusion. This was incredibly valuable to us because we were able to capture their thoughts and feedback, which we then incorporated into our policy. Their input played a significant role in shaping our approach to diversity and inclusion.

The Committee’s Crucial Role

Recognizing the importance of diverse perspectives, Terra formed an internal committee comprised of Adri, Angie, Marcelo, Marisol, Natalia, Paula, Santiago, and Federico himself. Their collective expertise and direct contact with employees made them invaluable contributors to the policy’s development. By actively involving the committee from the outset, Terra aimed to create a policy that truly reflected its values and principles.

“The creation of the committee allows us to create an internal and safe space to run debates looking for improvements in our policies and procedures to ensure that we are taking care of our people at Terra in all aspects,” Natalia shared, “Our desire is that every person at the company feels that Terra is a great place to work and that they can be authentic and feel respected for their individuality.”

Policy Pillars: A Comprehensive Approach

The diversity policy at Terra encompasses a range of pillars: gender, sexual/LGBT+, generational, functional, neurodiversity/neurodivergence, and ethnic or national origin diversity, as well as interculturality. These themes form the bedrock of the policy, ensuring that diversity and inclusion are integrated into all internal processes.

Aligning with Company Values

Marina Ilari, Terra’s CEO, emphasizes the policy’s alignment with the company’s core values. “We’ve always been fully committed to diversity and inclusion; this is woven into our fabric as a company and it’s part of our mission,” Marina explained, “But I believe this policy will give our efforts a clear framework so that not only can our team members refer to it, but also potential collaborators and clients can learn more about our positioning and actioning on this important topic.”

Looking Forward

Terra recently launched the diversity policy company-wide. Training sessions are being conducted with leaders and employees to foster awareness and understanding of the policy. Additionally, Terra aims to share the policy with clients, showcasing its internal operations and commitment to diversity and inclusion. Looking ahead, Terra has identified three key steps: Training and Education, Employee Resource Groups (ERGs), and Ongoing Measurement and Accountability, to further enhance diversity and inclusion within the organization.

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Continuous improvement is something we take very seriously, and it permeates multiple areas of our day-to-day operation. Let’s take a closer look at how we incorporate continuous improvement into all areas of Terra.

Culture

At Terra, we are lucky to enjoy the work we do and we owe that enjoyment largely to a culture that is rooted in authenticity, inclusivity, and transparency. Terra puts a focus on the whole person and there is a significant emphasis on personal and mental health. Our stronghold on a healthy and supportive culture directly manifests itself in the company’s year-over-year retention rate of 95%.

Additionally, we are also GPTW certified, which means we survey our staff every year to learn about how they are feeling and what can be done in different areas of the business to improve the work environment and well-being of members.

Feedback

Feedback is a key element to our success at Terra. We thrive off of feedback as it helps feed our insatiable desire to be better. For us, feedback isn’t just about what didn’t go right. It can focus on what could be better or what went really well. Feedback on what we do well helps us identify how to replicate that success.

As part of our processes, leaders provide regular feedback to their reports, but also encourage them to provide feedback back to them. We believe that feedback is a two-way street.

Training

How we train employees is also an area we continuously look to improve upon. Terra’s training model combines a broad spectrum of topics according to the needs of different teams and roles. Employee training may include detailed instruction on the use of CAT tools and periodic training in the latest features from each tool, project management skills, diversity and inclusion workshops, deep dives into subject matter knowledge, or soft skills. While most training initiatives originate from the human resources department, operations leads are given the autonomy to execute ad-hoc opportunities to address the needs of their team.

Process

Terra prides itself on being a boutique service provider, which means we create customized solutions for our partners. When we begin a new partnership, we make it our mission to learn on a granular level the scope and needs of the project to then design, mold, and redefine a workflow that meets our partners’ needs. In the spirit of continuous improvement, that workflow is then evaluated over and over again, implementing micro-adjustments (or macro-adjustments) as needed to ensure the best possible experience is provided.

As we grow, we know that our internal processes also need to be revised and improved upon. This is where the feedback from our people becomes crucial, as these processes have a direct impact on the way they work every day.”

The Takeaway

A core belief at Terra is that we can always do better—for both our clients and our employees. Continuous improvement is a priority that we will always share as a team and we look forward to making our client and employee experiences better every day.

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Understanding Language Diversity

Language diversity refers to the rich and varied ways in which people communicate across different linguistic backgrounds, dialects, and accents. It encompasses the vast array of languages spoken worldwide, from the world’s biggest languages like English and Mandarin to smaller languages spoken by just a few thousand people.

Moreover, language diversity also includes cultural nuances and idioms that reflect the unique values, beliefs, and practices of speech communities. For instance, in some cultures, direct communication and assertiveness are highly valued, while in others, indirect and polite speech is preferred.

Recognizing and respecting language diversity is crucial in the development of AI tools that aim to communicate with people from different linguistic and cultural backgrounds. Failure to account for linguistic and cultural differences can result in AI algorithms that are biased, insensitive, or even offensive.

Moreover, AI developers must strive to incorporate different dialects, accents, and cultural nuances in their models to ensure that their algorithms can correctly interpret and produce responses that don’t sound robotic or too unoriginal. This requires a deep understanding of different linguistic and cultural practices and the ability to adapt language models to meet the needs of diverse populations.

Challenges and Opportunities

The development of AI models like ChatGPT has the potential to revolutionize how we communicate, but incorporating language diversity presents many challenges. One of the most significant challenges is data bias. Language models learn from vast amounts of data, and if that data is biased, the AI model can perpetuate that bias. This can result in inaccurate or offensive language generation, which can be harmful to individuals and communities.

Developing AI models for less commonly spoken languages or dialects is also challenging due to limited resources (like data sets, language experts, and research). There may not be enough data available to train language models accurately, and linguistic features unique to a particular language or dialect may be difficult to incorporate seamlessly. This can result in language models that are inaccurate or incomplete, which can limit their usefulness.

Furthermore, the accuracy and quality of language generation can be impacted by variations in grammar, syntax, and vocabulary. Languages can vary greatly in these areas, making it challenging to develop AI models that can accurately generate language across different languages and cultures. This can result in language models that are not effective in communicating with a diverse range of people as their outputs are too standard. If you ask a chatbot to produce a summary of a text, it typically won’t incorporate the linguistic uniqueness of the community the content will be used in. While it can produce text in the language needed, the richness of the language is lost because it can’t reproduce it (it was not trained on that).

Cultural sensitivity is another significant challenge when incorporating language diversity into AI tools like ChatGPT. AI models may generate language that is culturally insensitive or offensive due to a lack of understanding of cultural nuances, customs, and beliefs. This can result in language models that are discriminatory or cause harm to individuals or communities.

Finally, incorporating multiple languages and dialects into AI tools like ChatGPT can be complex and require significant resources and expertise. AI models that can generate language across multiple languages and cultures must be carefully designed to ensure accuracy and avoid cultural bias. This requires a deep understanding of linguistic and cultural differences and a commitment to diversity and inclusion.

In light of these challenges, it’s also important to look at the potential benefits of incorporating language diversity into AI tools like ChatGPT. Incorporating language diversity into AI models is a critical step toward achieving more accurate, relevant, and culturally sensitive chatbots. AI models that incorporate diverse languages have the opportunity to exhibit better performance when it comes to sentiment analysis, converse fluently, and more effectively handle the diversity of expressions and tones of emotions specific to multilingual users. In addition, language diversity is beneficial when it comes to reducing machine bias and implementing more ethical AI.

The Takeaway

For people designing and developing these tools, it’s important to prioritize linguistic diversity and not leave behind other languages and dialects, so that the richness of language is not lost. For users worldwide, it’s important to understand how these tools work, identify their weaknesses, and use them responsibly. There’s nothing wrong with making use of their perks, but the human intellect and unique touch will never be replaced.

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Keep reading to learn more about some of the initiatives we’ve implemented at Terra so far to help create and promote an inclusive and diverse culture.

Inclusive Institutional Communications

How we communicate with our employees matters. Naturally, as a global translation company, many of our employees speak different languages. Our communications incorporate inclusive language and are presented in both English and Spanish to accommodate our diverse workforce.

Strategic Sessions

To help promote inclusivity and diversity at Terra, we also host sessions that raise awareness on topics such as different types of diversity, inclusion, and unconscious biases—amongst other key topics. Having these conversations with our employees helps us better understand what we can do to improve inclusivity and reminds them of our commitment to building a diverse workforce.

Conscious Recruitment Process

How we hire is also taken into consideration when accounting for inclusivity and diversity. We use a conscious recruitment process where we ensure no bias affects the possibility of candidates being selected. This process helps us select the best person for the role without bias getting in the way.

Respect Gender Identities

At Terra, we respect all gender identities and expect our team to do so as well. We help promote the usage of correct gender identities for each individual employee when it comes to usernames, registers, signatures, and corporate communications.

Internal “Diversity and LGBTQ Community”

At Terra, we support diverse and LGBTW employees by hosting an Internal “Diversity and LGBTQ Community” channel where members share resources with each other. This channel helps promote an open dialogue about the topics that are important to our employees.

Inclusive Initiatives

We promote a variety of initiatives aimed at encouraging individuals to be their authentic selves. Terra has an internal newsletter that welcomes submissions of photos and relevant personal news members want to share, as well as a close-friends group on Instagram where we post trivia about members who volunteer to participate.

The Takeaway

Organizations have a lot to gain by prioritizing diversity and inclusion. Having a diverse workforce can lead to more innovation, can lead to increased revenue, and can help attract the right type of clients whose values align with yours.

By allowing employees of different backgrounds, experiences, and perspectives to interact with each other, companies create a more vibrant workplace. Additionally, understanding the unique needs of a diverse set of employees helps a company better serve its target audience. Ultimately, by fostering an inclusive environment that values everyone’s contributions equally, companies can unlock unrivaled innovation built on true collaboration for their own success in the long run.

A commitment to promoting an inclusive and diverse culture in the workplace is an ongoing process driven by continuous improvement. There must be a serious commitment made by leadership as well as the team as a whole. As a company, Terra continues to work towards a more inclusive work environment for all.

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Some of the Challenges Women Faced and Continue to Face

The UN has defined one of their main Sustainable Development goals as striving to “Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life.”

While you may think numbers in the localization industry are better because the vast majority of translators are women, we still see that leadership positions are mostly held by men. According to Nimdzi, only 17% of the companies featured in the Nimdzi 100 ranking are women-owned or women-run.

Knowing the challenges women historically faced and still face today is an essential step towards awareness, which is necessary to fuel action. In particular, there is still a lot of work to be done in regard to:

• Gender gap in salaries
• Gender-based discrimination (being a mother for example, can lead to less fair career opportunities for women)
• Lack of women representation in leadership positions

Improvement has been made in these areas, but there’s still a lot to do if we want to work towards true equality. According to BoardEx data, only 5% of CEOs are women and 19.2% of corporate leadership team members are female. About 28.2% of board members are female, the study found. However, many of these women were appointed to non-executive roles, which are often centered on board oversight rather than real decision-making power.

What Can We Do to Support Fellow Women?

We’ve come a long way. But the truth is that the progress we’ve seen throughout history is thanks to the contributions that other women have made through the years. So, we encourage fellow women in the language industry to look for local organizations, so they can learn more about the different initiatives and how they can help them reach their goals.

These are a few of the organizations Terra supports:

• Women in Localization: This nonprofit organization has a mission to foster a global community for the advancement of women and the localization industry by providing networking, education, career advancement, and mentoring opportunities to women in the localization industry.
• Women in Games: Women in Games aims to build a fair, equal and safe environment that empowers girls and women to join and thrive in the global gaming ecosystem.
• Chicas en Tecnología: This non-profit organization in Argentina works to reduce the gender gap in technology in that region by motivating and training the next generation of women leaders in technology.
• Enterprising Women Magazine: A national and global magazine for female entrepreneurs that celebrates achievements by women and provides valuable resources.

These organizations are ones we are proud to support, but there are many others doing good work in this space. Spend some time researching where your volunteer efforts can make the most impact.

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